The last several days have been a whipsaw of adjustment for leaders and teams in organizations around the globe. The coronavirus pandemic has gone from casual remarks in pre-meeting chit-chat to disruption of supply chains, travel plans, work locations, childcare, and personal security in a blink of an eye.

We are living through a case study of crisis management for leaders. The coronavirus may have limited or may have significant impact on your business, but in either case, it’s taking major mindshare for employees and creating anxiety in organizations around the globe. Insight Experience teaches leaders how to communicate effectively. Normally we’re focused on accelerating business results or aligning complicated organizations or helping engage employees to deliver on a vision. We see and learn from the leaders we work with all year long about how challenging effective communication is even in the simplest of settings. An unprecedented, unknown concern like coronavirus makes communication that is heard and helpful even more difficult to achieve.

How to Keep your Leadership Healthy Through the Coronavirus Crisis The coronavirus disease 2019 (COVID-19) is top of mind for everyone. While our first priorities are the health and safety of our employees and their families, we also need to manage the business impact. Travel bans and cost containment strategies are putting pressure on critical business activities, including employee development. Ironically this type of disruption can delay training programs at a time when employees and leaders need them most. The recent infectious outbreak only enhances the VUCA (volatile, uncertain, complex and ambiguous) nature of our work. Navigating the delicate balancing act of business as usual with crisis management will be far easier for leaders who can:

Leadership development is a big investment for any organization — one that’s only worthwhile if there is a substantial return. As a result, many organizations strive to measure learning lift and ROI from the programs they run, with emphasis placed on measuring new skills and insights.

Customized leadership development inherently has a higher impact on leaders and organizational results. Since tailored learning can be closely connected to the challenges a business faces or the environment in which it operates, leaders can see the value of putting a leadership program’s ideas into practice. Customization can help participants see “what’s in it for them” more clearly, as well as help the organization build a common understanding of “what it means to lead here.”

The Institute for Corporate Productivity recently completed a case study about Ford Motor Company’s Global Executive Leadership Program.

Leadership development programs contain multiple learning methods, but none impact growth and development to the same degree as experiential learning. When leaders directly address their most common challenges by actually making the tough decisions in real time and reflecting upon the results, they begin to forge behaviors and a long-lasting leadership skills at rapid rates.